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Valid reasons for dismissal after probation period are:
Any dismissals of employees without valid reason (as detailed above) are classed as an unfair dismissal in Portugal.
Employers in Portugal must follow a set procedure when dismissing employees:
1. Written notice:
2. Certificate of employment:
3. Pay any money owed:
Employees in Portugal must provide written notice of their resignation in accordance with the minimum notice periods.
Your business can easily hire employees in Portugal without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 180+ countries worldwide. All you need to do is focus on your business.
It is relatively complex to terminate employment in Portugal. In order to process a termination request (assuming a standard contract), the following steps must be taken:
When considering a termination in Portugal, keep in mind the following:
The risks of terminating employment in Portugal are most present if you terminate employment without reason. In such cases, an employee may be entitled to reinstatment or compensation of 45 days of salary per year of service to the company. If you are considering employee termination in Portugal, you should work with a local employment expert to fully understand the law before making any decisions.
You can mitigate termination risks by partnering with a firm like Horizons, who has employment experts on the ground in Portugal and can advise you on best practices in cases of employment termination.